4. Question Three

According to Luthans (2011), process theories revolve around the cognitive centred concept of expectancy. Lunenburg (2011) explained this in terms of an individual being motivated to complete something if they believe that their effort will lead to good performance and in turn lead to the desired rewards.

The Porter-Lawler Expectancy Theory of Work Motivation is the complete opposite of what Maslow, Hertzberg and Alderfer propose in terms of satisfaction leading to improved performance, instead this content theory proposes that motivation does not lead to performance and all three aspects of motivation, satisfaction and performance are separate aspects. Figure 2 depicts the Porter-Lawler Motivation Model and highlights that performance is likely to lead to job satisfaction.

Insert diagram

According to Mullins (2010), the different elements within the diagram can be described as follows. Box 1 describes the value the individual puts on the reward and their level of desirability, box 2 refers to an individual’s expectation that rewards are dependent on effort, box 3 indicates how much effort the individual puts into an activity, box 4 indicates that an individual’s characteristics influences the effort an individual puts in to reach their performance, box 5 refers to the perception an individual has on their work, box 6 indicates performance and this does not only depend on the amount of effort put in but also by individual characteristics and role